Human Resource Development at Holiday Inn Hotel Preston - Case Study Example

GLОBАL HОSРITАLITY ОRGАNIZАTIОN AND ITS KEY ISSUE By Author Date Contents `Introduction 3 Holiday Inn Hotel Preston: 3 The Issue with Global Hospitality Organization (Holiday Inn): 4 Motivation Theories & Employee Turnover: 6 McGregor's Theory X or Theory Y 6 Theory X  7 Theory Y 7 Hierarchy of needs by Abraham Maslow 7 Expectancy theory: 8 Theories of Learning Human Resource Development: 9 Behaviorism 9 Cognitivism 9 Constructivism 10 Connectivism 10 Principles of Staff Professional Development & training : 11 Motivational Theories in the Workplace by David Ingram : 11 Recommendation for Holiday Inn Preston: 12 Conclusion 12 Bibliography 13 `Introduction Hospitality is basically the generous aspect while having interaction with people in the surrounding or those who come to visit. So in this respect the organization provided care services to customers are listed as hospitality organizations. Hospitality organizations are the places that are providing all kind of comfort facilities to the individuals that are out of away from home place. [DrB09]. These organizations are much larger than other organization working around the globe with the aim to provide maximum facilities to customers [San04]. Holiday Inn is listed among one of the hospitality organizations that is provided 24 hours services for the satisfaction of customers since 2012. This hotel is located in Preston, Lancashire. It is serving its guests with the facility of free Wi-Fi and access to health center and gym. One can feel the aesthetic scene of countryside from here. No matter what the size of the organizations is, issues and challenges may exist. And it’s up to the organization how it manages out to stay a firm survivor in the global village. Holiday Inn that is serving as a global hospitality organization is the key topic of this report and this report will discuss the issues this organization is facing. Holiday Inn Hotel Preston: Holiday Inn Hotel is one of the innovative hotels located in Lancashire. The soothing environment fills guest with pleasure and wonder. The hotel is completely air conditioned with free Wi-Fi access in every room. Furnished meeting rooms facilitate the business guest to carryout meeting and seminars. Along with these facilities a quality in room dine is available that serves all type of cuisine. It offers accommodation that is stylish and modern with access to many facilities. As it is located in the middle of the city so it becomes approachable for the guest to go to any common places of the city. It’s near to the famous 1960’s bus station, Lake District walks and golfing in Southport, Blackpool Pleasure Beach and to the Deepdale Stadium. The Issue with Global Hospitality Organization (Holiday Inn): Holiday Inn Hotels is facing many issues with its internal management. The management of this hotel is facing disturbing ups and downs. Particularly there has been noticed a number of issues with staff. And if the staff is facing issues the reputation of organizations tends to decline and the place of organization in market faces problem. One of the major issue that is been faced by Holiday Inn every year is Great numbers of employees turn over annually. Majority of employees perceive more desirable job slots and seeks high remuneration in better job place. A large number of staff working in the hospitality organization quit their job every year due to dissatisfaction from their work. Many reasons can be listed that can make the employee to resign from job in hospitality organization. In a qualitative study, Anantha has listed some reasons that are cause of high staff turnover [Ana13]. Reasons listed are: Unhappy with job salary job elevation extra bonus improper managing of organization or company Job fit Better job opportunity Impact and effect of co-worker According to a research hospitality organizations are listed on top facing turnover crisis. Ignoring the size at which it may occur, it still remains the issue for the manager of the organization [Ahm14]. As the hospitality organization is completely dependent on human resource it becomes difficult for the manager to regulate a healthy environment in the organization and control turn over. Basically turnover is the number of employees that are part of labor force of organization that resign during a span of time. Every organization tries it level best to have a low staff turnover so maintain the performance stat [May06]. Turnover rate rises with the un satisfaction of employees. The environment of the job matters a lot in this regard. It can also occur if there appear risks in job. Some people are risk lover but majority are risk averse that are trying to avoid risk as much as possible. If the job is not fulfilling employees expectations the employees ultimately leaves the job. But this reason does not alone contribute to turnover rate in fact if the work load is more and wage is unsatisfactory the employees resign. Many organizations are facing this issue every year. A high turnover of employees has been noticed in Holiday Inn hotel Preston. A high turnover can be a threat to the organization as it will disturb the reputation in the market[Mis05]. The cause of the high number of turnover can be many. In Holiday Inn Hotels Preston the main cause of this turnover is the better salary and opportunity in other places. Every one now a days is going for profit maximization. And at the same time wants more leisure than performing labor. Similarly in Holiday Inn the staff resigns if he or she finds a better job opportunity. Poor remuneration is one of the main reasons of staff turnover in Holiday Inn. The staff there is not happy with what wage rate is offered. Every staff member is looking for alternative opportunities that can provide them good wage. A low or unsatisfying wage can make the employee find an alternative so he can better attain with minimum effort [AHM07]. It is becoming difficult for the managing staff of Holiday Inn to control and overcome the turnover because this can result into some serious loss of human resource. And in hiring new human force the Holiday Inn manager will have to pay an attractive wage and along with that training will also be required. This will not only disturb the finance department of Holiday Inn but also waste the time that will be seized in training new staff. Motivation Theories & Employee Turnover: Motivation is an important factor that makes the person keep going and be more productive. Many techniques are used around the globe in organizational institutes to motivate and develop positive behavior in employees. Different tools and methods can be adopted in order to motivate and encourage the staff to work. Philosophers have presented many theories that are based on human behavior and their response towards stimuli. Motivational theories are listed that expand the human behavior in motivation regard. Motivational theories are helpful for managers in order to make understand staff behavior and response towards work[Dav09]. Some theories expanding this concept are discussed below McGregor's Theory X or Theory Y Douglas McGregor contributed theories expanding motivation concept among employees in 1960. He gave two theories in this regard as Theory X and Theory Y. McGregor theories are explaining the behavior of employees toward work and assume 2 categories of managers in his theories. The ‘Theory X’ has referred that the employees are not active. Such employees need special supervision and guidance. In otherwise Theory Y has referred employees are active participants and are more fruitful than that in Theory X [Ram13]. Theory X  The theory X expands the downbeat behavior of staff towards motivation. This theory assumes that the workers are not into work and want to avoid work as much as possible. They are more interested in leisure. Head of such workers keep thinking about motivational techniques to get the worker get doing work. Heads use increase in wage, job security and promotion as tool for motivation. Theory Y  The workers assumed in this theory are not pessimistic rather they are more into their job. Theory assumes that the workers are hardworking and have responsible behavior. They are more indulged in working activities of organization and believe in growth of organization. The head of these workers assume that their worker needs high level motivations like extra benefits of job. Head of staff keep in mind the wants that can be used to motivate the workers [Don11]. Both these theories are important so that the manager can easily distinguish between his employees and know how to response to them. These theories of Douglas McGregor can help in defining the potential of types of workers working in an organization and makes it easy for manager how to make the employee work and how to encourage and motivate them. Hierarchy of needs by Abraham Maslow In 1943 Abraham Maslow gave his theory regarding hierarchy of needs. He gave his theory in the paper “A Theory of Human Motivation”[DrN13]. Abraham has explained a part of physiological behavior of human and referred what makes a person motivated. He has said that human are motivated in attain their needs. He created 5 basic needs and expressed it in form of a pyramid [Sau07] . His five staged hierarchy models consist of following needs: 1. Physiological needs: These include basic necessities of life like food, shelter, cloth etc. 2. Safety needs: These include security, right to act free from dismay or stress. 3. Love and belongingness needs: Association, attachment and fondness come under this. 4. Esteem needs: These include achievement, self-respect etc. 5. Self-Actualization needs: These include understanding, personal potential, seeking personal growth and peak experiences. This five stage model amendments have been done and now this model is referred as seven staged and eight staged model [McL07]. These needs are present in every human behavior that are working and according to Maslow the one that is working is growing [EmG91]. Many critics have presented their criticism on this hierarchy of needs. People insist that these needs exist but the order defined by Maslow is not appropriate. Expectancy theory: Expectancy theory is based on intellectual human psychology. It explains that individuals are motivated by the reward they attain as a result of task they perform [Exp16]. According to Vroom expectancy theory is built on four assumptions [Fre11]. 1. Individuals connect with organizations for the expectation of fulfillment of their wants. 2. Secondly individual behavior is reactive towards responsive need. This reflects that people are independent in choosing what they need and what not. 3. Another assumption is that individuals expect different advantages from the organizations they are working in. 4. Lastly individuals choose different possibilities so they can attain maximum and maximize their fulfillment of needs. Theories of Learning Human Resource Development: There exist theories that result to be fruitful for the individuals that are working as staff in organization in attaining growth of organization. These theories are helpful to improve the skills of employees and motivate them to attain their goals [Tar09]. These theories of learning human resource development are sub grouped as following: Behaviorism Behaviorism explains the behavior of individual towards its environment [Kav13]. There are different types of response of individual towards learning. The manager or owner should keep under consideration about the behavior of its employee so that he can apply different polices for the learning of individual. Cognitivism Cognitivisim implies to the list of theories that emphasize on the attainment of education and learning[Peg]. Different techniques should be brought under consideration in order to involve individual physically and mentally in the learning process. Organizations create focus of employees in amner so that more and more learning is done. Influential methodology should be adopted so there is positive impact on individuals. Constructivism This learning approach also has deep roots like other learning mechanisms that put impact on learning process. This comes under cognitisim and involves experience into it. Constructivism is now very much familiarized in learning theories all around the world and is considered much realistic. In short constructivism depicts that experience of a learner explains the knowledge or education of the learner. Connectivism Connectivism involves learning through social media tool. The online learning mechanism and techniques are involved in this approach. This is quite creative and influential and reports to be the most efficient way to get learning. Now a days many advancement is been noticed in technology that has given rise to digital world. Learning through this approach really does gets expands and many new things are learned that creates positive impact on individual. All these theories are interlinked and help the learner in the practices of learning in organization. These theories are having distinguished assumptions and ideas but all are concerned with attainment of knowledge. All these help in betterment in techniques of learning and teaching. Behaviorism refers to the physical and mental behavior that can be observed [DrG08]. Whereas on contrary cognitivism expands the part of learning that cannot be observed easily. Mental potential is involved in it. Similar to cognitivism, constructivism refers to the approach of student. How a student reacts to learning processes is really important for teacher and learner. So all these theories are very important to be brought in consideration for effective learning environment. Principles of Staff Professional Development & training : Learning is a process that never stops. In order to keep regulating training and learning of employees it is important that effective and revised techniques are taken under consideration. It is not a one way relation to get developed rater both employer and employee need to put effort into it. [Lea14]. One can never attain success in a day or two, it takes a lot amount of time and experience. Combine effort of employer and employee can make the organization grow. Employer should introduce strategies for better regulation of work. To keep the employees working effectively it’s necessary to motivate them and awarding bonuses so that they can get encouraged. It is important to train the staff so that it can contribute to development of organization. Weekly or monthly training and workshop sessions help in polishing work capability of employees. The employer should value the opinion of employee and openly entertain the suggestions so that a good relationship between the two parties can be observed. Motivational Theories in the Workplace by David Ingram : David Ingram has provided theories related motivation of staff. It is important for the organizer or manager of organization to incorporate these for controlling the turnover rate. The expectancy theory contributes a lot in controlling turnover rate. Assigning the task to the person who is really indulged into it can be fruitful for organization and the employee will work along with enjoying that task. Incentive should be given to employees on the activities they perform [Dav15]. This makes easy for the employee to attain the main point of the task to much higher level. The environment of organization should be inviting so that the employee don’t run from work. Side benefits should be provided as this encourages and motivates the staff to perform best they an. As a result the output of organization shows influential growth. The manager should know the category in which their staffs exist according to that specified in McGregor's Theory X or Theory Y. And according to that manager or employer should determine how to deal with its staff. Encouraging techniques should be adopted so that the lazy staff get motivated and try to get indulged in organization development. Appropriate decision of employer can only sustain the organization. Recommendation for Holiday Inn Preston: To control the turnover rate of employees the managers of this hospitality organization needs to adopt some strategies and revise its policies. The salary policy should be revised and should be increase so that the staff does not seek job opportunity. Motivational theories should be adopted in the system of organization so that the staff gets encouraged and gives best potential it can. Employees should be granted side benefits and an increase in salary annually or on quarterly basis. Rewards and bonuses can also contribute in this regard. It now becomes job of manager how to control the turnover rate and sustain bright future of Holiday Inn in hospitality industry. Application of theories and policies can refine the turnover rate and help in growth of Holiday Inn. Conclusion Hospitality industry has now gone much wider and is the most wide spread organizational structure around the globe. It is expanding day by day and creating competition in market. Many issues are faced by the employers of hospitality organization in maintaining smooth pace. But bringing in consideration some policies and theories can help in sustaining. Many theories are present that can elp in shaping a better structure of hospitality organization. Holiday Inn is an example of one of the organization that is facing high turnover rate every year. This becomes hurdles in its progress. It is necessary for it to takes help of theories and brings back its turnover rate. As turn over rate can also affect the customer and unbalance the position in market. 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